Must have the ability to operate manual and mechanical equipment necessary to complete jobs

Must have or able to obtain knowledge of “safety systems” associated with trenching and/or drilling including

set-up and emergency procedures

SAFETY RESPONSIBILITIES

The employee shall follow all safety rules at all times.

The employee shall not engage in unsafe acts.

The employee is expected to attend and participate in all safety meetings and training.

The employee shall use all prescribed safety equipment that is required to safely do the job at hand.

The employee shall report unsafe acts or conditions to his or her immediate Supervisor or Safety Personnel.

The employee shall report any and all injuries, accidents and/or incidents immediately their immediate

Supervisor.

The employee shall be a safe worker on and off the job.

__________________________________________________________________

Our
Company is an equal employment opportunity employer. The Company's
policy is not to discriminate against any applicant or employee based on
race, color, sex, sexual orientation, gender identity, genetic
information, religion, national origin, age, disability, veteran status,
or any other basis protected by applicable federal, state, or local
laws. The Company also prohibits harassment of applicants or employees
based on any of these protected categories. It is also the Company's
policy to comply with all applicable state and federal laws respecting
consideration of unemployment status in making hiring decisions.

__________________________________________________________________

When
you apply for this job, you will be asked to answer questions regarding
your criminal background. Answering “Yes” to the criminal background
questions will not automatically bar you from employment. A criminal
background check will be conducted following any conditional offer of
employment. Only those crimes which are substantially related to the
position you are seeking will be considered. Please note that for
certain contractors with whom we do business, based on the nature of
their operation, the type of offense and related factors may affect your
assignment to that contractor. Factors that will be taken into account
include: (1) The facts or circumstances surrounding the offense or
conduct; (2) the number of offenses for which you were convicted or plea
was entered; (3) your age at the time of conviction or plea, or release
from prison; (4) any evidence that you performed the same or similar
type of work, post conviction/plea, with the same or different
employers, with no known incidents of criminal conduct; (5) the length
and consistency of employment history before and after the offense or
conduct; (6) any rehabilitation efforts, e.g. education/training; (7)
any employment or character references and any other information
regarding your fitness for the particular position; and/or (8) whether
you are bonded under a federal, state, or local bonding program.

For
applicants residing in and/or applying for a position in a state or
locality listed below, please review the specific directions below
before submitting your application.

CALIFORNIA
APPLICANTS: Do not identify any misdemeanor conviction for which
probation has been successfully completed or otherwise discharged and
the case has been dismissed by a court. Also, do not identify marijuana
related convictions entered by the court more than 2 years ago that
involve: unlawful possession of marijuana; transportation or giving away
of up to 28.5 grams of marijuana, other than concentrated cannabis, or
the offering to transport or give away up to 28.5 grams of marijuana,
other than concentrated cannabis; possession of paraphernalia used to
smoke marijuana; being in a place with knowledge that marijuana was
being used; or being under the influence of marijuana. Also, do not
identify any arrest or detention that did not result in a conviction or
any record of a referral to, and participation in, any pretrial or post
trial diversion program. (SAN FRANCISCO APPLICANTS: Choose the answer:
"I live in and/or am applying for a job in a state that does not require
an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL
HISTORY QUESTIONS AFTER THE FIRST INTERVIEW. When answering such
questions, please do not disclose any misdemeanor and felony convictions
that occurred more than seven years prior to the inquiry or : (a)
arrests other than those which charges are still pending, (b) completion
of any diversion program, (c) sealed or juvenile offenses, or (d)
infractions that are not felonies or misdemeanors.)

CONNECTICUT
APPLICANTS: Do not identify any arrest, criminal charge or conviction
the records of which have been erased by a court based on sections
46b-146, 54-76o or 54-142a of the Connecticut General Statutes. Criminal
records subject to erasure under these sections are records concerning a
finding of delinquency or the fact that a child was a member of a
family with service needs, an adjudication as a youthful offender, a
criminal charge that was dismissed or not prosecuted, a criminal charge
for which the person was found not guilty, or a conviction for which the
offender received an absolute pardon. Any person whose criminal records
have been judicially erased under one or more of these sections is
deemed to have never been arrested within the meaning of the law as it
applies to the particular proceedings that have been erased, and may so
swear under oath.

GEORGIA APPLICANTS: Do not identify any
verdict or plea of guilty or nolo contendere that was discharged by the
court under Georgia's First Offender Act.

HAWAII
APPLICANTS: Choose the answer: "I live in and/or am applying for a job
in a state that does not require an answer at this time." YOU WILL BE
ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A
CONDITIONAL OFFER OF EMPLOYMENT. Please limit your responses to any
convictions within the past 10 years, excluding any period of time when
you were incarcerated.

IOWA APPLICANTS: Convictions will
not automatically be a bar to employment, but the job, and the time,
nature and seriousness of the crime will be considered.

MARYLAND
APPLICANTS: UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND,
AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED
EMPLOYMENT, THAT ANY INDIVIDUAL SUBMIT TO OR TAKE A LIE DETECTOR OR
SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A
MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100.

MASSACHUSETTS
APPLICANTS: Choose the answer: "I live in and/or am applying for a job
in a state that does not require an answer at this time." YOU WILL BE
ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A
CONDITIONAL OFFER OF EMPLOYMENT. You do not have to identify any record
relating to prior arrests, criminal court appearances or convictions for
which the record has been sealed and is on file with the Commissioner
of Probation. You also do not have to identify prior arrests, court
appearances and adjudications in cases of delinquency or as a child in
need of services which did not result in a complaint transferred to the
superior court for criminal prosecution. You also do not have to
identify (1) an arrest, detention or disposition regarding any violation
of law in which no conviction resulted; (2) first-time misdemeanor
convictions for drunkenness, simple assault, speeding, minor traffic
violations, affray or disturbance of the peace; and (3) convictions for
other misdemeanors where the date of conviction or the end of any period
of incarceration was more than 5 years ago, unless there have been
subsequent convictions within those 5 years.

It is unlawful in
Massachusetts to require or administer a lie detector test as a
condition of employment or continued employment. An employer who
violates this law shall be subject to criminal penalties and civil
liability.

MICHIGAN APPLICANTS: Do not identify any misdemeanor arrests, detentions or dispositions that did not result in conviction.

MINNESOTA
APPLICANTS: Choose the answer: "I live in and/or am applying for a job
in a state that does not require an answer at this time." YOU WILL BE
ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE BEEN
NOTIFIED OF SELECTION FOR AN INTERVIEW, OR IF NO INTERVIEW, WHEN YOU
HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.

NEBRASKA
APPLICANTS: Do not identify a sealed juvenile record of arrest, custody,
complaint, disposition, diversion, adjudication or sentence.

NEVADA
APPLICANTS: Please note that the discharge and dismissal of certain
first time drug offenses, after the accused has completed probation and
any required treatment or educational programs, does not constitute a
“conviction” for purposes of employment.

NEW YORK
APPLICANTS: You may answer “no record” concerning any criminal
proceeding that terminated in your favor, per section 160.50 of the New
York Criminal Procedure Law; any criminal proceeding that terminated in a
“youthful offender adjudication,” as defined in section 720.35 of the
New York Criminal Procedure Law; any conviction for a “violation” that
already has been sealed by the court, per section 160.55 of the New York
Criminal Procedure Law; and any conviction that was sealed pursuant to
section 160.58 of the New York Criminal Procedure Law in connection with
the licensing, employment or providing of credit or insurance. (BUFFALO
APPLICANTS: Choose the answer: "I live in and/or am applying for a job
in a state that does not require an answer at this time." YOU WILL BE
ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS AFTER BEING INTERVIEWED
IN PERSON OR BY TELEPHONE. NEW YORK CITY APPLICANTS: Choose the answer:
"I live in and/or am applying for a job in a state that does not require
an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL
HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF
EMPLOYMENT.)

NEW JERSEY APPLICANTS (NEWARK ONLY): Choose
the answer: "I live in and/or am applying for a job in a state that does
not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE
CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF
EMPLOYMENT. You are not required to identify: (1) convictions for
indictable offenses that are more than eight years old, measured from
the date of sentencing; (2) disorderly person convictions or municipal
ordinance violations that are more than five years old, measured from
the date of sentencing; or (3) juvenile adjudications of delinquency; or
criminal charges that never resulted in a conviction (4) records that
have been erased, expunged, the subject of executive pardon or otherwise
legally nullified.

OHIO APPLICANTS: Do not report any
arrest or conviction for a minor misdemeanor drug violation as defined
under Ohio Rev. Code 2925.11.

OREGON: Choose the answer:
"I live in and/or am applying for a job in a state that does not require
an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL
HISTORY QUESTIONS WHEN YOU HAVE BEEN NOTIFIED OF SELECTION FOR AN
INTERVIEW, OR IF NO INTERVIEW, WHEN YOU HAVE RECEIVED A CONDITIONAL
OFFER OF EMPLOYMENT.

PENNSYLVANIA APPLICANTS: Do not
identify convictions for summary offenses. (PHILADELPHIA APPLICANTS:
Choose the answer: "I live in and/or am applying for a job in a state
that does not require an answer at this time." YOU WILL BE ASKED TO
ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A
CONDITIONAL OFFER OF EMPLOYMENT.)

RHODE ISLAND APPLICANTS:
Choose the answer: "I live in and/or am applying for a job in a state
that does not require an answer at this time." YOU WILL BE ASKED TO
ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A
CONDITIONAL OFFER OF EMPLOYMENT.

The Company is subject to
Chapters 29-38 of Title 28 of the General Laws of Rhode Island, and is
therefore covered by the state's workers' compensation law.

WASHINGTON
APPLICANTS: Do not identify any conviction entered by the court more
than 10 years ago unless some period of incarceration resulting from
that conviction took place within the last ten years. (SEATTLE
APPLICANTS: Choose the answer: "I live in and/or am applying for a job
in a state that does not require an answer at this time." YOU WILL BE
ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A
CONDITIONAL OFFER OF EMPLOYMENT.)

Blog Archive

About Me

2C4F CEO

Dallas

My name is Mae Hughes. I am the founder of 2ND CHANCES 4 FELONS. I started this company because of the hardships I faced as a felon trying to turn my life around. I looked for help but could not find any. I asked people for suggestions, I went to several places and even searched the internet but STILL could not find real help. I found it very hard to get people to see past the fact that I am a convicted felon. I went to countless interviews explaining my situation and how much I have changed. Yet and still no one would hire me. I was at my breaking point and BEYOND frustrated so I made a decision to NOT ONLY HELP MYSELF BUT OTHERS AS WELL. Instead of getting angry and giving up, I did the opposite. I turned my NEGATIVE into a POSITIVE and created this company hoping to ease the struggles that other felons may face. I created this company solely for the purpose of helping felons to know that there are second chance opportunities available to them. My main purpose is to reduce the number of felons who give up because they think that there is not any help available for them. I attended the University of Phoenix and received an Associate's degree in Business in 11/2012. I am a mother and my children are my everything, and the reason for me wanting to do and be better. My hope is that this company will be able to provide HELP where HELP IS GREATLY NEEDED !! I pray that the information I am providing can offer assistance with helping felons who are looking for a way to prove to society that there are some of us who deserve a second chance and who are willing to PROVE it through our CURRENT actions.

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